Effective first day of the month after hire date: 100% of (current) base salary for two (2) weeks)
If the employee has enrolled in and is eligible to receive voluntary short-term disability benefits through CREA's group disability provider, Mutual of Omaha, or any state-mandated short-term disability program, CREA’s paid maternity leave will begin on the day following the end of short-term disability benefits. After the employee has been compensated for two weeks of pay by CREA's maternity policy, the employee will then receive parental leave benefits as outlined above. If the employee has not enrolled in or is not eligible to receive short-term disability benefits, paid maternity leave will be effective on day one of the leave after a one-week waiting period, followed by parental leave and the reduced return to work schedule. Paid maternity leave runs concurrently with any FMLA leave. Paid maternity leave must be taken in a single block of time and cannot be split up.
Adoption Leave
Adoption leave under this policy is paid leave for purposes of covering absences from work related to the employee's adoption of a child, including:
Appointments with adoption agencies, social workers, and attorneys; Court proceedings; Required travel; Bonding with a child and/or providing care for a child after placement.
Both male and female employees are eligible for adoption leave.
Effective first day of the month after hire date: 100% of (current) base salary for four (4) weeks Reduced schedule upon return to work: Eligible for 4-day work schedule for first 4 weeks Paid adoption leave runs concurrently with any FMLA leave. Up to half of the total leave amount may be used prior to the placement of the child in the employee's home but otherwise must be taken in single- day increments. Employees must use paid adoption leave within twelve (12) months of the final placement of the child in the employee's home. Employees will be asked to provide documentation of the adoption. Adoption leave does not apply to guardianship or custody matters or to circumstances where the employee, the employee's spouse, or the employee's domestic partner is a biological parent of the child being adopted.
Continuation of Benefits
Health insurance benefits will continue to be provided during all paid leaves described in this policy at the same contribution rates in effect before the leave. Paid leave benefits will continue to accrue during leave.
Procedures
This policy applies only to regular, full-time employees. Temporary employees are not eligible.
If the need for leave is foreseeable, the Employee should provide at least 30 days' advance notice of the requested leave. If the leave is not foreseeable, the Employee should provide as much notice as practicable under the circumstances. Employees will be required complete the necessary forms and file them with the human resource department. This policy is intended to provide for temporary leave with partial income protection with the understanding of the employee's intention to return to work upon conclusion of the leave period. Consistent with FMLA requirements, the company reserves the right to inquire about the employee's return to work status and timing.
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